One of the biggest asset in any company is human work force. They are dynamic and proper utilization means understanding them, fostering an environment of safety and friendliness where they are motivated to work. “Many companies believe that the people are those who make the difference and are the constituent factor of competitive advantage.” (Sîrbu & Alexandrescu, 2014) To manage the human work force, organizations have their own set of human resource policies. These policies are guided by their vision and goal.
According to Armstrong (2012) “The overall HR policy defines how the organization fulfils its social responsibilities for its employees and sets out its attitudes towards them. (Armstrong, 2012, p. 452)”A mixture of various specific human resource (HR) policy forms the overall human resource policy. The overall HR policy has more to do with a broad sense of equity, consideration, organizational learning, performance thorough people, quality of working life and working condition.
On the other hand, specific HR policy are designed to help accomplish specific objective or goal in an organization. For example; strategy for preparing job performance standard, hiring process, appraisal, HR planning deals with ensuring that the organization has talented, skilled and engaged people it needs. Similarly motivation strategies of rewards, authority delegation etc deals with fostering mutual trust and creates positive employment relationship. Other aspects such as staff wellbeing, health and safety policy not only helps the employees from harm but also assists management to avoid unnecessary risks and resulting in higher performance. A few of the specific policy comprising the overall policy is show below.
References
Armstrong, M. (2012). ARMSTRONG’S HANDBOOK OF HUMAN RESOURCE MANAGEMENT PRACTICE (12 Ed ed.). Kogan Page.
Sîrbu, J., & Alexandrescu, R. (2014). HUMAN RESOURCES POLICY - IMPORTANCE AND APPLICABILITY. Calitatea: Acces la Success; Bucharest , 9. Retrieved from search.proquest.com/docview/153923...
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One of the biggest asset in any company is human work force. They are dynamic and proper utilization means understanding them, fostering an environment of safety and friendliness where they are motivated to work. “Many companies believe that the people are those who make the difference and are the constituent factor of competitive advantage.” (Sîrbu & Alexandrescu, 2014) To manage the human work force, organizations have their own set of human resource policies. These policies are guided by their vision and goal.
According to Armstrong (2012) “The overall HR policy defines how the organization fulfils its social responsibilities for its employees and sets out its attitudes towards them. (Armstrong, 2012, p. 452)”A mixture of various specific human resource (HR) policy forms the overall human resource policy. The overall HR policy has more to do with a broad sense of equity, consideration, organizational learning, performance thorough people, quality of working life and working condition.
On the other hand, specific HR policy are designed to help accomplish specific objective or goal in an organization. For example; strategy for preparing job performance standard, hiring process, appraisal, HR planning deals with ensuring that the organization has talented, skilled and engaged people it needs. Similarly motivation strategies of rewards, authority delegation etc deals with fostering mutual trust and creates positive employment relationship. Other aspects such as staff wellbeing, health and safety policy not only helps the employees from harm but also assists management to avoid unnecessary risks and resulting in higher performance. A few of the specific policy comprising the overall policy is show below.
References
Armstrong, M. (2012). ARMSTRONG’S HANDBOOK OF HUMAN RESOURCE MANAGEMENT PRACTICE (12 Ed ed.). Kogan Page.
Sîrbu, J., & Alexandrescu, R. (2014). HUMAN RESOURCES POLICY - IMPORTANCE AND APPLICABILITY. Calitatea: Acces la Success; Bucharest , 9. Retrieved from search.proquest.com/docview/153923...